JJ Company's Performance Evaluation System Design

Performance Evaluation is a very important component of the Human Resource Management system. To establish a Performance Evaluation System is a new direction for the initiatives of managing performance and an important part of all management system. It is an entirely new and critical task for all the Chinese enterprises to design and establish a performance evaluation system which is applicable to China' s practical situation and which meets the needs for the enterprises to grow in today' s economic globalization. Especially to some little corporations changed from national enterprises, it is a JJuncture for the enterprise' s growth to establish a scientific performance evaluation system based on the enterprise' s practical situation to improve its competition. This paper starts from the basic theory and method of performance evaluation, and in combination with the specific practice in performance evaluation of JJ Company, makes an all-round study of the performance evaluation system design.The first section introduces the theories about performance evaluation and discriminates the terms of performance, performance evaluation, and performance management. Performance evaluation is the HRM activity that is used to determine the extent to which an employee is performing the JJob effectively. Its purposes are the employees'development, rewards, motivation, compensation, communications, and human resource planning. Section Two reviews the history and the current status of JJ Company. An analysis and examination of the current status of the company's human resource management and performance evaluation identifies the problems in the company' s management so that a resolution can be found to tackle the problem. The third section shows the design process of performance evaluation system. According to the writer' s working process, this paper introduces the provision working of the company's performance evaluation system design which including to reform the company' s organization chart, to make JJob analysis and to establish JJob description. And then to do a planning of performance evaluation strategy, to constitute evaluation principle, to establish performance criteria and the standards, to set policies on who and when to rate, and to choice the evaluation methods, etc. In the Section Four, the writer fixes the execution process and evaluates the design process of JJ Company' s performance evaluation system.According to the strategy planning and the critical goal of JJ Company, the writer collected a lot of data and established a performance evaluation system. As a part of HRM, performance evaluation system is contacted with other systems, such as recruitment, selection, compensation, and development, and the performance evaluation system design is a complex problem. For this reason, the performance evaluation system of JJ Company has not been used, and then it can not be evaluated on the feedback information by the writer now. In the future days, the writer will concentrate on the establishment of JJ Company' s HRM system and direct the performance evaluation system to run, to feedback, and to be improved.